Director, Total Compensation

Director, Total Compensation & HR Systems Position Title: Director, Total Compensation & HR Systems Who We Are At BCIT, putting people at the core of everything we do is paramount. This idea is the foundation of BCIT’s People Vision, which describes the Institute’s goals and priorities in respect to our people. In a complex and uncertain world, it’s vital our people feel valued, supported and connected. BCIT champions a culture of innovation and global progress through people’s imagination and creativity. With a competitive compensation package, great work‑life balance, and career advancement opportunities, see why we’ve earned the title of one of BC’s Top Employers for over ten years running. Position Summary BCIT’s Human Resources is seeking a regular, full‑time (1.0 FTE) Director, Total Compensation & HR Systems. This position provides strategic direction to the delivery of a wide range of total compensation and other related programs. It develops department strategies, plans, policies, standards, processes and systems, and provides strategic oversight of compliance. Acts as strategic advisor to the VP and the Senior Team on the Institute’s most critical total compensation matters. Provides strategic direction to development and delivery of compensation and benefit programs, disability management programs, HRIS operations and reporting services, and HR administration. Duties & Responsibilities Key Accountabilities Participates as a member of the VP’s leadership team, providing input to development of the division’s overarching strategies, and sharing responsibility for achievements and success. Develops department strategies, plans, policies, standards, processes and systems aimed at supporting delivery of a diverse portfolio of total compensation and other related programs, services and initiatives that support the division’s goals and objectives. Acts as strategic advisor to the VP and Senior Team on the Institute’s most critical total compensation matters. Delivers reports and presentations on program achievements and status of key initiatives. Builds relationships with all levels of management and staff across the Institute. Works collaboratively with the VP and other division leaders to ensure a strategic, integrated, and broad approach to all program planning, development and delivery. Fosters a collaborative and supportive team approach for all reporting areas, and with all other departments in the division. Provides strategic direction to development and delivery of compensation and benefit programs for executives and staff. Includes competitive market strategies, salary structure design and management, organization and job design, job evaluation, benefits and pension administration, and employee wellness. Provides strategic direction to development and delivery of disability management programs and services. Involves rehabilitation, case management, workplace accommodation, and attendance awareness, with emphasis on stay at work/early return to work strategies. Provides strategic direction to development and delivery of HRIS operations and services, including development of the HRIS strategy and roadmap. Also directs the assessment of data, statistics, metrics, costing and delivery of integrated HRIS reporting solutions to meet business needs. Provides strategic oversight of HR administration, ensuring optimized support for collaborative and integrated delivery of HR programs and services. Administration relates to all aspects of employee transaction processing and related records maintenance. Provides strategic oversight of compliance with Institute policies and collective agreements as well as government guidelines, standards and regulatory requirements as they pertain to all areas of accountability. Ensures the necessary controls are implemented to mitigate risks for all reporting areas, and alerts VP to critical issues as they emerge. Liaises with the Post-Secondary Employers Association (PSEA), Pension Corporation, post‑secondary institutions, benefit vendors, consultants and other businesses to gather information and discuss total compensation matters. Directs the research of best practice, trends and methods, and determines appropriate application to department programs, services and initiatives. Manages directly and indirectly reporting staff, overseeing and participating in selection, coaching, mentoring, development, performance management and all other people‑management practices. Qualifications Bachelor’s degree in Human Resources or a related discipline Chartered Professional in Human Resources (CPHR) designation preferred Certified Compensation Professional (CCP) preferred Minimum 10 years’ experience at progressive levels of responsibility in strategic HR, with emphasis in a large, complex, multi‑union environment An equivalent combination of education and experience may be considered Expert knowledge of the concepts, theories, practices and techniques of executive and staff total compensation, including competitive market strategies, salary structure design and management, organization and job design, job evaluation, benefits and pension administration, and employee wellness Solid knowledge of the concepts, theories, practices and techniques of disability management Solid knowledge of the concepts, theories, practices and techniques of HRIS operations and related analytics and reporting High degree of business acumen with strong skills in operational excellence Expert communication and interpersonal skills with the ability to act as strategic advisor to the VP and the Senior Team on the Institute’s most critical total compensation matters Excellent analytical skills and ability to apply sound judgment in problem solving, evaluating courses of action, and making decisions on complex employment and labour relations matters Strong leadership skills and ability to manage a team of reporting leaders and practitioners in multiple disciplines; ability to build a strong team‑based environment Additional Information Benefits – Why you’d love working with us Competitive pay Minimum of twenty‑five days of vacation Competitive employer‑paid extended health and dental plan including access to a Health Care Spending Account of up to $500 if eligible Defined benefit pension plan with employer contributions Flexible hybrid work arrangements available Access to most BCIT Flexible Learning courses free of charge Wellness and Employee Assistance programs Complimentary membership with free access to the Fitness Centre, Gymnasium, and more Eligibility requirements apply, benefits may vary depending on the employee group the position belongs to and whether the position offered is temporary or part‑time. For more information on our generous benefits, click here BCIT is committed to the principles of equity, diversity & inclusion and to promoting opportunities in hiring for systemically oppressed groups who have been excluded from full participation at BCIT and the larger community. This includes Indigenous Peoples, women, racialized persons, persons with disabilities and those who identify as 2S/LGBTQIA+. All qualified candidates are encouraged to apply; however, Canadian citizens and permanent residents will be given priority. Persons with disabilities who require accommodation for any part of the application or hiring process should contact us using our contact form. Please note that all applications must be submitted via the careers page portal. Applications submitted through the contact form will not be accepted. For additional information, please visit our frequently asked questions (FAQs) page and see how we hire. The British Columbia Institute of Technology acknowledges that our campuses are located on the unceded traditional territories of the Coast Salish Nations of xwməθkwəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səl̓ilwətaɁɬ (Tsleil-Waututh). Posting Category Management Salary Range $149,823‑$215,370, with a control point of $187,278 per annum Additional Salary Information The Compensation Range is the span between the minimum and the maximum base salary for a position. The control point of the range represents an employee that possesses full job knowledge, qualifications, and experience for the position. In the normal course, employees will be hired, transferred, or promoted between the minimum and the control point of the salary range for a job, taking internal equity into account. Salaries above the control point may be considered for extenuating circumstances and must be approved by an external governing body. 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